Manager – People's Team (Human Resources)

About the Organization Swaniti Initiative is a social enterprise that is working at the intersection of climate, governance and last mile delivery. We believe that while the willingness and resources exist, there are fundamental gaps in the execution within communities that is the biggest crisis in the climate movement. Accordingly, Swaniti works with subnational governments to conduct microplanning exercises with consultations with community and key stakeholders to understand the pathways forward, provide technical assistance to subnational governments to provide support in program implementation and support in monitoring and delivery of programs. Swaniti has been working across multiple geographies in the global south to unlock capital. Our three core metrics include unlocking public capital, ensuring last mile communities are directly benefitted and creating systemic changes in the public service systems. While we are continuing to focus on impact, it is critical to have a lead who has a deep understanding about monitoring, evaluation and learning. Our intention is to create an institutional capabilities to measure and document the scale of our impact and look at how learning can be replicated across the institution.

About the Role

Swaniti Initiative is looking for an experienced and strategic Manager – People’s Team to lead and strengthen the organization's Human Resources function. The ideal candidate will have 10+ years of progressive

experience

across core HR domains, including strategic HR, talent acquisition, HR operations, employee engagement, policy and governance, performance management, compensation and benefits, organizational development, and employee relations. The role requires a seasoned HR professional who can independently lead the People function while partnering closely with senior leadership and managers to shape and execute people strategies. The successful candidate will be responsible for strengthening HR governance, building scalable systems and processes, developing organizational capabilities, and fostering an inclusive, high-performing, and mission-driven workplace. The role will also provide strategic guidance to leadership on workforce planning, organizational design, talent management, employee experience, and people-related decision-making.

Key Responsibilities

• Strategic HR Leadership & Workforce Planning Develop and drive the organization's People strategy in alignment with Swaniti's organizational priorities, growth plans, and mission. Partner with senior leadership to assess workforce requirements, organizational capability, and future talent needs. Lead workforce planning, organizational design, succession planning, and talent management initiatives. Provide strategic HR advisory to leadership and managers on people-related matters and organizational decisions. Identify emerging people and organizational risks and develop appropriate mitigation strategies. Lead the development and implementation of annual People priorities, goals, and initiatives. 2. Talent Acquisition & Talent Management Lead and oversee end-to-end recruitment for technical, programme, leadership, and corporate roles. Partner with leadership and hiring managers to develop workforce and recruitment plans. Build robust talent pipelines and strengthen employer branding and talent acquisition strategies. Establish effective recruitment frameworks, assessment processes, and selection practices. Monitor recruitment metrics, hiring quality, time-to-hire, and workforce trends. Develop and strengthen talent management practices to attract, develop, and retain high-performing employees. Support leadership in identifying critical roles, succession pipelines, and key talent. 3. HR Operations & Employee Lifecycle Management Provide strategic oversight of the complete employee lifecycle, from onboarding through separation. Ensure effective and compliant HR operations, documentation, HRIS management, attendance, leave, payroll inputs, benefits, and employee records. Establish standardized and scalable HR processes across the organization. Review and improve HR workflows, systems, and processes to enhance efficiency and employee experience. Ensure timely and accurate issuance of employment contracts, confirmations, promotions, transfers, and separation documentation. Drive HR process automation and digital transformation initiatives where appropriate. 4. HR Policies, Compliance & Governance Lead the development, review, implementation, and periodic enhancement of HR policies, SOPs, guidelines, and employee handbooks. Ensure compliance with applicable labour laws, statutory requirements, and organizational policies. Provide guidance to leadership and managers on HR governance, employment practices, and policy interpretation. Oversee HR audits, statutory documentation, and compliance requirements. Identi

, organizational capability, and future talent needs. Lead workforce planning, organizational design, succession planning, and talent management initiatives. Provide strategic HR advisory to leadership and managers on people-related matters and organizational decisions. Identify emerging people and organizational risks and develop appropriate mitigation strategies. Lead the development and implementation of annual People priorities, goals, and initiatives. 2. Talent Acquisition & Talent Management Lead and oversee end-to-end recruitment for technical, programme, leadership, and corporate roles. Partner with leadership and hiring managers to develop workforce and recruitment plans. Build robust talent pipelines and strengthen employer branding and talent acquisition strategies. Establish effective recruitment frameworks, assessment processes, and selection practices. Monitor recruitment metrics, hiring quality, time-to-hire, and workforce trends. Develop and strengthen talent management practices to attract, develop, and retain high-performing employees. Support leadership in identifying critical roles, succession pipelines, and key talent. 3. HR Operations & Employee Lifecycle Management Provide strategic oversight of the complete employee lifecycle, from onboarding through separation. Ensure effective and compliant HR operations, documentation, HRIS management, attendance, leave, payroll inputs, benefits, and employee records. Establish standardized and scalable HR processes across the organization. Review and improve HR workflows, systems, and processes to enhance efficiency and employee experience. Ensure timely and accurate issuance of employment contracts, confirmations, promotions, transfers, and separation documentation. Drive HR process automation and digital transformation initiatives where appropriate. 4. HR Policies, Compliance & Governance Lead the development, review, implementation, and periodic enhancement of HR policies, SOPs, guidelines,